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With Class Action Filings and Settlement Values on the Rise the Time is Now to Get Prepared

February 7, 2023

Mark P. Allain

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With Class Action Filings and Settlement Values on the Rise the Time is Now to Get Prepared

2022 was a watershed year for state and federal class actions with product liability actions and mass torts seeing the greatest increase in settlement value among all substantive areas of law. A survey of over 537 class action decisions in 2022 found that 15 resolved for $1 billion or more in settlements. The total valuation for product liability actions and mass torts topped $50 billion for 2022, a nearly 300% increase over 2021. 
 
The largest settlement of the year resulted when student loan provider Navient Corporation agreed to pay $1.85 billion to the state of Pennsylvania resolving claims of predatory lending practices.  Navient sought to dispel a related suit through a motion to dismiss the complaint and strike its class action allegations, however the District Court for the Middle District Court of Pennsylvania denied the loan provider and indicated that class certification might be proper. Ballard v. Navient Corp., 3:18 - CV - 121, 2021 WL 1899874, at *5 (M.D. Pa. Mar. 31, 2021). The court explained that motions to strike class action claims should only be granted in the "rare few" circumstances where the complaint demonstrates the requirements for maintaining a class action cannot be met. Id. (citing Landsman & Funk PC v. Skinder-Strauss Assocs., 640 F.3d 72, 93 (3d Cir. 2011)). In this case, the court reasoned that the plaintiffs’ complaint adequately "describe[d] a widespread pattern of behavior by [Navient] which systematically harm[ed] borrowers to the economic advantage of the defendants." Id. Further, if the evidence supported plaintiff's allegations, the court indicated that class certification would be appropriate. Id. 
 
Another marquee settlement resulted when Twitter agreed to pay $809.5 million to investors who alleged that Twitter misled its shareholders during a six-month period in 2015 regarding the social media giant's growth projections and user engagement. See In re Twitter Inc. Securities Litigation, 326 F.R.D. 619, 622 (N.D. Cal 2018).  In granting the investors motion to certify the class, the District Court for the Northern District of California, looked to the Fifth Circuit's ruling in Ludlow v. BP P.L.C., 800 F.3d 674, 677 (5th Cir. 2015), wherein the Fifth Circuit affirmed a district court's decision to certify a "Post-Spill" class of investors who purchased BP shares after the 2010 Deepwater Horizon oil spill.  The Northern District of California likened the Twitter investors to the "Post-Spill' class in Ludlow, who relied on an out-of-pocket model to determine class-wide damages in accordance with Rule 23's predominance requirement. To the court, the plaintiff-investor's out-of-pocket damage model constituted a "sound methodology," when it proposed that damages be the lesser of the purchase price of the stock minus the statutory sales price; or the total inflation that was removed from the stock price following the disclosures of the fraud as determined by the jury. See 326 F.R.D. at 630.  Because these numbers could be ascertained on a class-wide basis the court found that the investors satisfied Rule 23(b)(3)'s requirement that individual damage calculations not overwhelm questions common to the class. Id. 
 
These and other 2022 class action successes are likely to bolster class action filings in 2023 and demonstrate the importance of the class certification stage of litigation.  With the number of lawsuits projected to increase throughout the year, entities with large customer bases should take action now to limit liability and prepare for future litigation. Should you find yourself on the defense side of the caption, winning the issue of class certification will turn the tides in your favor.
 
Knowing that the issue of class certification controls the balance in class action litigation, plaintiffs' attorneys craft claims that are "common" to an entire class pursuant to the requirements of Federal Rule of Civil Procedure 23 and defense or corporate counsel should be prepared to highlight differences and disparities among the putative class members. In particular, Rule 23(a) requires that all class actions satisfy the following criteria:

  1. Numerosity. Generally, a class is numerous if there are more than 40 class members, though courts are consistent in holding that there is no minimum.
  2. Commonality. There must be common questions of law and fact susceptible of common answers.
  3. Typicality. The claims of the class representative must be typical of those of the class.
  4. Adequacy. The class representative must have no major conflicts of interest with absent class members, and class counsel must have the requisite experience with the claims and class actions.

In addition to these requirements, plaintiffs must satisfy at least one subsection of Rule 23(b):

  1. (1)(A): A class may be certified if there is a risk that inconsistent rulings with respect to individual plaintiffs would  create incompatible standards of conduct for the party opposing the class.
  2. (1)(B) applies when an individual resolution would impact the relief available to the remainder of the plaintiffs.
  3. (2) applies when the plaintiffs seek injunctive relief and requires that the plaintiffs allege the defendant "acted or refused to act on grounds that apply generally to the class."
  4. (3) applies when the plaintiff class seeks damages and requires the named plaintiffs to show that common issues predominate over individual issues and that a class action is superior to other means of litigating the case.

In the negligence context, the best course for defeating class certification is to highlight the need for an individualized inquiry into causation as to each class member. Because each plaintiff must show specific causation to prevail on his or her claim, defendants may argue that individual issues predominate over common ones and thus certification is improper. Further, as demonstrated in the Twitter litigation, in cases where the computation of damages will require individual calculations, defendants should argue that such calculations will predominate over issue common to the class. 
 
Of course, the best way to avoid class action litigation is to not be sued at all. With the increasing rate of class actions, companies who invest time and resources into proactive compliance planning and undergo regular compliance reviews will both lessen their class action exposure and create a solid foundation for winning cases outright.

Firm Highlights

  • Insight

    No Mercy for Employers in Louisiana Supreme Court’s Recent Magill Decision

    In its recent per curiam opinion, Magill v. Werner Enterprises, Inc. of Nebraska[1], the Louisiana Supreme Court has foreclosed a routine defense strategy to shield employers from direct negligence claims. The high court has extended their 2022 decision in Martin v. Thomas[2], and now allows plaintiffs to pursue direct negligence claims against an employer despite the employer’s stipulation that its employee was in the course-and-scope of employment and caused the accident. Essentially, employers who fail to implement better employment practices will permit plaintiffs to ramp up potential exposure with evidence, if such exists, that heretofore they were routinely barred from introducing at trial. The Supreme Court’s Magill holding should encourage employers to update where needed their policies and procedures pertaining to hiring, training, supervising, and entrusting duties and property to employees, not only for the safety of their employees and customers in this state, but also eliminate employer’s exposure to direct negligence claims. Prior to Martin, a litigation strategy had taken shape where employers stipulated to 1) an employee being in course-and-scope of employment at the time of the accident, 2) that the employee was at fault for the accident being caused, or 3) both. By stipulating these facts, employers were largely able to exclude evidence of any direct negligence on part of the employer and/or narrow the scope of trial to only a contest of the plaintiff’s injuries. The Supreme Court in Martin held that despite an employer admitting their employee was in course and scope when the accident occurred, plaintiffs could pursue direct negligence claims against the employer—as the issue of liability had not been admitted. Accordingly, employers found success by admitting both course and scope and liability—as seen in the Western District of Louisiana’s holding in Ferguson v. Swift Transp. Co. of Arizona[3]. In Ferguson, the defendants stipulated that their employee was acting in course-and-scope at the time of the accident and their employee was 100% at fault for the accident being caused. Due to the employer’s stipulation of fault, Judge Wicks of the Western District of Louisiana held that Martin did not apply and that plaintiffs could not pursue direct negligence claims. In Magill, the Louisiana Supreme Court provided scarce reasoning for their decision. The high court simply affirmed the District Court’s expansion of the holding in Martin and that the employer’s reliance on the Western District’s Ferguson holding was a misapplication of Louisiana law. The Supreme Court also cited the decision in Tardo v. Farrell.[4] where the Fifth Circuit held that even if an employer and employee stipulate to course and scope and fault, those admissions do not eliminate direct-negligence claims because those claims remain separate issues for the trier of fact. The Fifth Circuit notably stated, “the societal decisions as to who actually pays does not change the manner of assessing fault to all parties as required by law.” This statement raises concern, as plaintiffs may now attempt to challenge employer stipulations that historically narrowed trials. The Supreme Court did not explain its reliance on Tardo, so future litigation will likely clarify the decision’s full impact. Under Magill, plaintiffs are permitted to pursue direct negligence claims against the employer despite the employer admitting that their employee was acting in course and scope at the time of the accident and their employee was 100% at fault for the accident being caused. The full effect of the Supreme Court’s decision remains to be seen. In praxis, Magill will permit plaintiffs to put on evidence of direct negligence by an employer in front of a jury who cannot assign fault—as fault has already been stipulated to by the defendants. Employers now face the practical risk that plaintiffs will encourage juries to increase damages as a form of punishment against an employer that admits fault but contests the nature and extent of the plaintiff’s injuries. Employers should use this moment to rigorously review and strengthen policies and procedures related to hiring and training in order to limit exposure when plaintiffs assert direct-negligence claims.  [1] Magill v. Werner Enterprises, Inc. of Nebraska, 2025-00892 (La. 11/12/25) [2] Martin v. Thomas, 21-01490 (La. 6/29/22), 346 So.3d 238 [3] Ferguson v. Swift Transp. Co. of Arizona, 17-1570, 2023 WL 173413 (W.D. La. Jan. 12, 2023) [4] Tardo v. Ferrell, 25-123 (La. App. 5 Cir. 5/28/25), 2025 WL 1516837 (unpublished).
  • Experience

    Burnell Joseph v. Atalco Gramercy, LLC et al., No. 3:23-cv-505, United States District Court for the Middle District of Louisiana

    Bob Kerrigan and Jose Ruiz successfully secured summary judgment dismissal for their client, Velan, Inc., in a complex intentional tort and products liability act involving catastrophic injury. The plaintiff, a precipitation batch tank operator working at the Atalco alumina refinery in Gramercy, Louisiana, suffered severe and debilitating chemical burn injuries to his face, eyes, and body when he was sprayed with caustic liquor while working underneath a tank at the refinery. He claimed that the valve that controlled the flow of liquor into the tank was leaking, which allowed the tank to become filled with liquor after it had been previously verified as empty. He filed suit against Velan, Inc., the manufacturer of the valve that controlled the flow of liquor into the tank, alleging that the valve was unreasonable dangerous in accordance with the Louisiana Products Liability Act. He also filed an intentional tort claim against his employer, Atalco Gramercy, LLC, alleging that Atalco knew the valve was leaking and continued to force employees to work underneath the tank. He claimed that under these conditions, an incident such as his was substantially certain to occur. Following the close of discovery, Velan moved for summary judgment dismissal of the plaintiff’s claims was appropriate because: (1) the plaintiff’s injuries were a result of Atalco’s misuse of the valve; (2) the plaintiff lacked the expert testimony needed to prove his theory of liability under the Louisiana Product’s Liability Act; (3) the Velan valve at issue was not unreasonably dangerous as defined by the Louisiana Products Liability Act; and (4) the plaintiff was unable to prove proximate causation needed to establish his case of liability against Velan. The Hon. Brian Jackson found that under the undisputed facts presented by Velan, summary judgment was appropriate and dismissed the plaintiff’s claims against it, with prejudice.